Vice President - TTL Rewards
About the role
The Vice President, TTL Rewards will lead our global compensation and benefits strategy. This executive will play a critical role in attracting, retaining, and motivating top talent across our organization by designing and implementing competitive compensation structures and comprehensive benefits programs. The ideal candidate will have a deep understanding of global compensation trends, regulatory requirements, and best practices in employee benefits.
The Vice President, TTL Rewards will work hand in hand with stakeholders across the HR team and more broadly across functions to revise and augment our TTL Rewards strategy and enable desired outcomes.
Responsibilities include, but are not limited to:
Strategic Leadership: Develop and execute a global total compensation and benefits strategy that aligns with the company’s business objectives and enhances employee engagement and retention.
Compensation Committee Executive Support: leads Compensation Committee agenda creation and meeting materials preparation, participates in meetings to facilitate discussions on compensation structures, short- and long-term incentive programs, interfaces with external compensation committee consultant for monitoring emerging trends, market analyses and benchmarking, and leads / supports, as applicable, prepares all compensation related regulatory filings (proxy, CD&A, 8K, 10K) as required.
Compensation Management: Oversee the design, implementation, and administration of competitive compensation programs, including base salary, variable pay, and equity programs, ensuring alignment with market trends and internal equity.
Performance & Recognition Systems: Partner with HR and business leaders to develop and implement effective performance management frameworks and recognition programs that drive a high-performance culture and acknowledge employee contributions.
Benefits Strategy: Lead the development and management of comprehensive benefits programs, including health and wellness, retirement plans, and other employee benefits, ensuring they meet the diverse needs of our global workforce.
Compliance and Governance: Ensure compliance with all relevant laws and regulations related to compensation and benefits across all jurisdictions. Maintain governance frameworks to manage compensation-related risks.
Data Analysis and Reporting: Utilize data analytics to assess the effectiveness of compensation and benefits programs. Provide insights and recommendations to senior leadership based on market trends and internal metrics.
Collaboration: Partner with HR leadership and business leaders to ensure compensation and benefits strategies support talent management and organizational goals.
Innovation: Continuously explore and recommend innovative reward solutions, technologies, and practices that enhance employee experience and support business growth.
Team Leadership: Build and lead a high-performing team of compensation and benefits professionals. Foster a culture of collaboration, innovation, and continuous improvement.
Communication: Develop and implement communication strategies to educate employees about compensation and benefits programs, ensuring transparency and understanding.
Competencies/Qualifications:
Minimum education at Bachelor’s degree in Human Resources, Business Administration, Finance, or other field, plus 15 years of progressive compensation functional and leadership experience; certification (e.g., CCP, CBP) preferred.
Strong knowledge of global compensation practices, benefits administration, and regulatory compliance.
Strategic and tactical experience with Compensation Committee engagement and governance in public companies’ environment.
Proven ability to develop and implement innovative compensation and benefits strategies that drive employee engagement and organizational performance.
Excellent analytical skills with the ability to interpret complex data and make data-driven decisions.
Exceptional communication and interpersonal skills, with the ability to influence and engage stakeholders at all levels.
Strong leadership skills with a track record of building and developing high-performing teams.
Experience with varied HR Information Systems and ability to assess and recommend effective ways to incorporate AI technologies into total rewards practices.
Technology (SW/HW) sector experience preferred, or mix with other industry sectors.
Willingness and ability to travel globally, as needed.
A D-Waver's DNA
We look at the future and say “why not”; we see possibilities where others see problems or routines. We show the way ahead and are committed to achieving ambitious goals.
We practice straight talk and listen generously to each other with empathy. We value different opinions and points of views. We ensure that we connect outside as well as inside to learn from others and inspire each other.
We hold ourselves accountable for delivering results. We make decisions & take responsibility so that we can act & support each other.
As leaders we motivate & engage our teams to undertake beyond what they originally thought possible, by developing our teams & creating the conditions for people to grow and empower themselves through enabling & coaching.
Our Compensation Philosophy is Simple but Powerful:
We believe providing D-Wavers with company ownership, competitive pay, and a range of meaningful benefits is the start of creating a culture where people want to give the best they’ve got — not because they’re simply making money, but because they’ve fallen in love with our vision, mission, values, and team.
During the interview process, your Recruiter will review our total rewards (base, equity, bonus, perks, benefit, culture) offerings. The final offer is determined by your proficiencies within this level.
Inclusion:
We celebrate diverse perspectives to drive innovation in our pursuit. Our employees range from distinguished domain experts with decades of experience in their respective fields, to bright and motivated graduates eager to make their mark. Our diverse and innovative team will make you feel appreciated, supported and empower your career growth at D-Wave.
The Fine Print:
No 3rd party candidates will be accepted
It is D-Wave Systems Inc. policy to provide equal employment opportunity (EEO) to all persons regardless of race, color, religion, sex, national origin, age, sexual orientation, gender identity, genetic information, physical or mental disability, protected veteran status, or any other characteristic protected by federal, state/provincial, local law.
About the job
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Vice President - TTL Rewards
About the role
The Vice President, TTL Rewards will lead our global compensation and benefits strategy. This executive will play a critical role in attracting, retaining, and motivating top talent across our organization by designing and implementing competitive compensation structures and comprehensive benefits programs. The ideal candidate will have a deep understanding of global compensation trends, regulatory requirements, and best practices in employee benefits.
The Vice President, TTL Rewards will work hand in hand with stakeholders across the HR team and more broadly across functions to revise and augment our TTL Rewards strategy and enable desired outcomes.
Responsibilities include, but are not limited to:
Strategic Leadership: Develop and execute a global total compensation and benefits strategy that aligns with the company’s business objectives and enhances employee engagement and retention.
Compensation Committee Executive Support: leads Compensation Committee agenda creation and meeting materials preparation, participates in meetings to facilitate discussions on compensation structures, short- and long-term incentive programs, interfaces with external compensation committee consultant for monitoring emerging trends, market analyses and benchmarking, and leads / supports, as applicable, prepares all compensation related regulatory filings (proxy, CD&A, 8K, 10K) as required.
Compensation Management: Oversee the design, implementation, and administration of competitive compensation programs, including base salary, variable pay, and equity programs, ensuring alignment with market trends and internal equity.
Performance & Recognition Systems: Partner with HR and business leaders to develop and implement effective performance management frameworks and recognition programs that drive a high-performance culture and acknowledge employee contributions.
Benefits Strategy: Lead the development and management of comprehensive benefits programs, including health and wellness, retirement plans, and other employee benefits, ensuring they meet the diverse needs of our global workforce.
Compliance and Governance: Ensure compliance with all relevant laws and regulations related to compensation and benefits across all jurisdictions. Maintain governance frameworks to manage compensation-related risks.
Data Analysis and Reporting: Utilize data analytics to assess the effectiveness of compensation and benefits programs. Provide insights and recommendations to senior leadership based on market trends and internal metrics.
Collaboration: Partner with HR leadership and business leaders to ensure compensation and benefits strategies support talent management and organizational goals.
Innovation: Continuously explore and recommend innovative reward solutions, technologies, and practices that enhance employee experience and support business growth.
Team Leadership: Build and lead a high-performing team of compensation and benefits professionals. Foster a culture of collaboration, innovation, and continuous improvement.
Communication: Develop and implement communication strategies to educate employees about compensation and benefits programs, ensuring transparency and understanding.
Competencies/Qualifications:
Minimum education at Bachelor’s degree in Human Resources, Business Administration, Finance, or other field, plus 15 years of progressive compensation functional and leadership experience; certification (e.g., CCP, CBP) preferred.
Strong knowledge of global compensation practices, benefits administration, and regulatory compliance.
Strategic and tactical experience with Compensation Committee engagement and governance in public companies’ environment.
Proven ability to develop and implement innovative compensation and benefits strategies that drive employee engagement and organizational performance.
Excellent analytical skills with the ability to interpret complex data and make data-driven decisions.
Exceptional communication and interpersonal skills, with the ability to influence and engage stakeholders at all levels.
Strong leadership skills with a track record of building and developing high-performing teams.
Experience with varied HR Information Systems and ability to assess and recommend effective ways to incorporate AI technologies into total rewards practices.
Technology (SW/HW) sector experience preferred, or mix with other industry sectors.
Willingness and ability to travel globally, as needed.
A D-Waver's DNA
We look at the future and say “why not”; we see possibilities where others see problems or routines. We show the way ahead and are committed to achieving ambitious goals.
We practice straight talk and listen generously to each other with empathy. We value different opinions and points of views. We ensure that we connect outside as well as inside to learn from others and inspire each other.
We hold ourselves accountable for delivering results. We make decisions & take responsibility so that we can act & support each other.
As leaders we motivate & engage our teams to undertake beyond what they originally thought possible, by developing our teams & creating the conditions for people to grow and empower themselves through enabling & coaching.
Our Compensation Philosophy is Simple but Powerful:
We believe providing D-Wavers with company ownership, competitive pay, and a range of meaningful benefits is the start of creating a culture where people want to give the best they’ve got — not because they’re simply making money, but because they’ve fallen in love with our vision, mission, values, and team.
During the interview process, your Recruiter will review our total rewards (base, equity, bonus, perks, benefit, culture) offerings. The final offer is determined by your proficiencies within this level.
Inclusion:
We celebrate diverse perspectives to drive innovation in our pursuit. Our employees range from distinguished domain experts with decades of experience in their respective fields, to bright and motivated graduates eager to make their mark. Our diverse and innovative team will make you feel appreciated, supported and empower your career growth at D-Wave.
The Fine Print:
No 3rd party candidates will be accepted
It is D-Wave Systems Inc. policy to provide equal employment opportunity (EEO) to all persons regardless of race, color, religion, sex, national origin, age, sexual orientation, gender identity, genetic information, physical or mental disability, protected veteran status, or any other characteristic protected by federal, state/provincial, local law.